When employees go above and beyond in the workplace it stands out.
It’s noticeable. Exceptional. And it should be celebrated.
That is why managers need to understand the importance of recognizing employees for going above and beyond.
Why should you establish an above and beyond category to your existing recognition award programs? What are the benefits of doing so? (more…)
Not everyone is born a naturally gifted recognizer of people. Which means you’re guaranteed to have some leaders who aren’t great at giving recognition either.
You may be called upon to help these leaders. Or you may take on a personal interest in helping them to recognize staff better and make a positive difference.
One of your goals will be how to get your leaders actively using your recognition programs. But before that can happen, they need to be actively doing essential recognition practices on a regular basis. (more…)
You all know the importance and wisdom of creating a written recognition strategy. WorldatWork states 55% of companies have a recognition strategy as of 2017. Of those with a written recognition strategy, 95% of them are aligned with the organizational strategy.
Many things hold companies back from producing such a working document.
Here’s what I have observed as the most common problems. And I will share some ideas with how to solve them. (more…)
Recognition Tip #44: Be an active observer of your employees.
Notice what they read, photos of friends and family they have on display, where they go and what they do for lunch and after work, interests shared in conversations. All of these details will help you with personalizing the recognition you give to them. Allow this to be a natural, immersive experience versus appearing to be stalking them!
Is it possible that some of us, as supervisors, managers, or even as employees, are unknowingly biased in our approach to giving people recognition?
This leads to the whole issue of fairness. Fairness often comes up whenever people do not feel appreciated and valued for their contributions at work.
According to The Corporate Leavers Survey conducted in the United States by the Level Playing Field Institute, more than 2 million professionals and managers voluntarily leave their jobs each year due to perceived unfairness. This produces a turnover cost for U.S. employers of $64 billion annually.
Yet there are times we are not even aware we are biased.
What can you do to make sure all of your employees are not letting bias get in the way of acknowledging the great things going on at your company? How can you stop any perceived biases with recognition giving when you see it? (more…)
The academic research is clear that employee recognition is one of several keys elements in creating healthy positive organizations.
It was gratifying several years ago to meet Dr. Jean-Pierre Brun, from the University of Laval, and learn from his research how the lack of recognition is a key factor for psychological distress at work.
When employees are treated in a positive manner they have greater positive, psychological functioning which leads to greater wellbeing and health.
But is there a difference between recognition received from supervisors and managers versus from an employee’s peers? (more…)
From your daily administering of various recognition programs, you know exactly when it is time for changes. You’re also aware, from talking to colleagues who manage recognition programs in other companies, that there are often new bells and whistles you could benefit from.
But your biggest challenge can often be convincing your sponsoring leader of the need to evolve the recognition programs if they want to remain current.
I will share some ideas on how you can move things forward and gradually influence a reluctant leader. (more…)
Give recognition to your teams the right way.
Express appreciation to all team members when a project has been completed successfully. Meaningful recognition comes in so many different packages and team recognition is as important as individual recognition. Make sure each teammate is recognized for their specific, individual contributions. Create a celebratory experience and the resulting team spirit will be contagious.
I was recently asked the question, “how do you get management involvement with recognition?” The individual posing the question was asking for ideas for gaining both personal involvement of leaders, as well as getting them to set the right, recognition giving example.
Unfortunately, not everyone in a management or leadership position is identified or hired for being a good “people” person with strong interpersonal skills. Many individuals are recruited or rise to these leadership positions based on their technical skills or professional competency.
Where we fail with leadership development is in holding individuals accountable for learning, practicing, and maintaining necessary people skills – like giving recognition. We rely on in-class leadership training, microlearning via a learning management system, or personal development through reading the latest leadership books. You can obtain new people skill knowledge this way but not the personal commitment for setting an example.
What can you do to instill leadership example for meaningful recognition giving? (more…)
What happens when you have a large organization with a wide variety of employee groups? How do make recognition happen for these diversely different employees? Not everyone sits in front of a computer or has an electronic device or smartphone to access online recognition programs.
It all starts with “Why?”
What is your aspirational purpose for giving recognition? (more…)